According to new research from Catalyst, over 455,000 women left the US workforce in the first eight months of 2025. As we look at the challenges facing women in 2026, the numbers reveal a critical need for structural change.

Here are the key takeaways from the report:

1. The Caregiving Crisis is the #1 Driver: 42% of women who voluntarily left their jobs cited caregiving responsibilities and the rising cost of childcare as the primary reason. For many, work simply isn’t designed to coexist with the realities of parenting and caretaking.
2. Flexibility is a Retention Necessity: Lack of control over one’s schedule is a dealbreaker. 37% of women who left their jobs worked in organizations without flexible schedules, compared to only 22% of those who stayed.
3. Marginalized Groups are Bearing the Brunt: Women from marginalized racial and ethnic groups were disproportionately impacted by layoffs, with 53% reporting being laid off compared to 37% of white women.
4. Pay and Burnout Go Hand-in-Hand: It’s not just about the hours; it’s about the reward. 18% of women cited pay dissatisfaction as a reason for leaving.

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As workplace leaders, there’s so much we can do!

✅ Normalize Flexibility: Move beyond “perks” to integrated flexible work models.

✅ Support Caregivers: Implement paid emergency care days and childcare subsidies.

✅ Audit for Equity: Conduct regular pay and promotion audits to ensure marginalized groups aren’t being left behind.

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If we want to retain top talent in 2026, we have to stop asking women to fit into outdated work structures and start building structures that fit their lives.